Structured discussions as suggested by Liz Rykert sound really helpful at
this time.  Actually I realize that "interpreting the silence" is often a
factor in electronic communicating...BUT then, it is also present in
face-to-face dialogue!

As well, when considering this list-serv, I know that I must incorporate it
as a function of my work - not as an add-on...I guess it becomes part of my
"to-do" list (electronic or "yellow sticky note"!!!)  Otherwise, my
participation can be haphazard - which doesn't feel right (just as I
wouldn't just pop in and out of a "real" meeting or forum).  OR is that the
beauty of all this - that I can be free to come and go?  But, what does that
say to other participants? Does it even matter? (and, what does that say
about building virtual worplaces/communities?)

Creating on-line workplaces:
The structure, functions and flexibility of my workplace (Ontario Prevention
Clearinghouse) has both required and supported the ongoing transformation to
more and more electronic functioning.  We must keep the "traditional"
(older?) channels of communication open and accessible at the same time that
we develop capacity for new ones (many people do not have electronic
access...and some people do not have phones...)  At times tensions emerge
when some staff feel technology is being imposed...at other times, the
"ah-ha" of possibilities ripple throughout!  And, at the same time support
is built in for people to come to the technology as they are able and as
they need to.

 I wonder if the creation of the  electronic workplace has more to do with
how organizations are already faring with regard to their employees...for
example we hear of workplaces that have downsized in terms of employees only
to put their resources into technology.  Which are the assets? - people or
the technology?